Author: Shivani Ghadage

In the high-stakes, ever-changing world of finance, few leaders manage to balance resilience, influence, and authenticity with as much grace as Dr. Marlene J. Street Forrest. As Managing Director of the Jamaica Stock Exchange, she has navigated male-dominated boardrooms, complex market dynamics, and the evolving demands of leadership with a steadfast belief in integrity, knowledge, and human connection. 

Her story is not simply a record of titles and milestones; it’s a journey shaped by values, hard-won lessons, and pivotal choices that continue to inspire both emerging professionals and seasoned executives. 

Roots That Built Resilience 

Dr. Street’s leadership story began long before she entered the corporate world. Raised by entrepreneurial parents, she learned the mechanics of running a business by taking part in every task, no matter how small. Academic training in high school and university sharpened her skills, but it was the mentorship of a corporate leader early in her career that taught her how to transform knowledge into real influence. 

From childhood, she carried a belief that gender should never be a barrier. “We were taught that as females, we were equal to the tasks and had just as much right to be in any field of endeavor,” she recalls. Whether it was greasing a car or assembling a stove, she approached each challenge with confidence, a mindset that would serve her well in finance. 

Faith, Family, and Fortitude 

In an industry where resilience is constantly tested, Dr. Street draws strength from her unwavering faith, the grounding presence of family, and a strong network of friends. She also credits her success to an intentional commitment to becoming a subject matter expert in capital market development by reading widely, cultivating valuable connections, and staying true to her objectives. 

Her guiding philosophy blends spiritual alignment with professional mastery: God as the pilot, expertise as the anchor, and family as the safe harbor. 

Evolving Without Losing Essence 

Over time, Dr. Street’s leadership style has shifted from being deeply hands-on to empowering her team to take greater ownership. Her participatory approach remains, but she now steps back more often, offering strategic guidance rather than managing every detail. 

Still, she admits that letting go can be difficult for someone who is detail-oriented and driven by deadlines. One of her lasting lessons? Trust must be earned, and expectations should be checked not assumed. 

Mentors Who Shaped the Leader 

Her mother has been her greatest inspiration, instilling discipline, perseverance, and a love of learning through bedtime stories and wise sayings. 

Another key influence was a CEO she worked with early in her career. Though not a formal mentor, his genuine interest in every employee left a lasting impression, shaping her own approach to people-focused leadership. 

Turning Doubt into Drive 

For Dr. Street, challenges are not setbacks; they are fuel. She acknowledges that even the most accomplished leaders face doubts and failures. Her approach is a blend of self-assessment, recalibration, and seeking feedback from trusted peers. 

When faced with resistance, she examines herself, the product, and the pitch, ensuring the value proposition is solid. Her foundation is mental fortitude, rooted in the belief that “failure is not an option.” 

The Power of Daily Discipline 

For her, consistency is built on structure. She treats every task as a project, sets clear deadlines, and uses a to-do list with the goal of completing at least 80% of it daily. 

She also remains informed about local, regional, and global market shifts, ensuring her team stays competitive. Beginning meetings with prayer sets the tone for unity and focuses on collective results. 

Balance Through Prioritization 

Managing high-level responsibilities requires deliberate balance. Dr. Street makes time for all areas of her role, avoids unnecessary minutiae, and distinguishes between what is urgent and what is important. A dedicated, aligned team makes this balance possible. 

Breaking Barriers for Future Leaders 

Her message to young women in finance and governance is empowering: equip yourself with deep knowledge, prove your competence, and avoid being defined by gender. 

She believes that combining soft skills with technical expertise gives women a natural leadership edge. “Lead with empathy, integrity, and discipline,” she advises. “Develop mental fortitude, because opposition will come from all angles, but let discretion and daring define your leadership.” 

Pivotal Choices and Lifelong Impact 

One of her most defining career decisions happened unexpectedly on the day she registered for university. Encouraged by a stranger, she switched from sociology to management studies, a choice that shaped her professional path. 

Today, she nurtures the next generation by mentoring small and medium-sized enterprises and leading by example through her work ethic and collaborative spirit. 

Leadership in the Decade Ahead 

Looking forward, she believes that great leaders will be defined by their ability to integrate relevant technology, especially AI, without losing sight of the human element. The challenge will be to keep teams trained, engaged, and socially responsible while remaining competitive in a fast-changing global landscape. 

Redefining Success and Staying Human 

When she began her journey, success meant producing quality work on time and influencing her immediate team. Now, it’s about creating broader impact, empowering people across the region and even the globe. 

Her advice to all emerging leaders is simple yet powerful: “Be human, be authentic, and put people first. It’s not only good for the bottom line; it makes life better for everyone. And above all, shun arrogance.” 

Conclusion 

Dr. Marlene J. Street’s leadership journey is proof that the most enduring success is built not only on knowledge and strategy but also on values, empathy, and authenticity. From her entrepreneurial childhood to leading one of the Caribbean’s most influential financial institutions, she demonstrates that while expertise can win the market, humanity wins the legacy. 

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From the bustling boardrooms of Lagos to the strategic command centers of London, Michael Odafe Ugbewanko — or M.O.U, as he’s known in leadership circles — has forged a reputation as a trailblazer who sees human capital not as an HR function but as the beating heart of sustainable business growth. 

For M.O.U, the journey to becoming a Strategy & Transformation Consultant and the visionary Founder of Dmidaf Global Consult began in the trenches of organizational development. “I witnessed firsthand how strategy often faltered not due to flawed design but because people were not aligned, equipped, or inspired,” he recalls. “That realization led me to integrate business acumen with HR expertise.” 

Today, as the Head of Human Resources at Descasio and Lead Consultant at Dmidaf, Michael has architected talent strategies that go beyond supporting transformation — they catalyze it. “Human capital, when developed with intent, becomes the differentiator between growth and stagnation,” he says, his voice carrying the conviction of lived experience. 

A Universal Framework for Transformation 

Michael’s path has taken him across industries — financial services, oil & gas, government, real estate — yet his approach remains grounded in a universal framework: People, Process, and Structure. “Regardless of the sector, the ability to listen deeply, lead with empathy, and align execution to vision is what drives transformation,” he shares. 

At the core of his philosophy is the PSP Framework™ — a diagnostic tool he uses to recalibrate culture and build scalable systems. It’s a framework as adaptable as it is data-driven, ensuring that HR is never a silo but a vital engine of strategic execution. 

Redefining HR: From Compliance to Co-Creation 

One of Michael’s most compelling ideas is “Corporate Co-creation.” This concept, he explains, “is the shift from HR as a service provider to HR as a strategic co-pilot.” At Dmidaf, this means embedding HR into every conversation about revenue, product alignment, and customer experience. “When HR stops being an afterthought and starts being a growth partner, you don’t just close execution gaps — you create a culture where strategy breathes through every level of the organization,” he says. 

It’s a philosophy that challenges traditional models of HR, transforming it from a compliance function into a revenue-aligned growth driver. Michael teaches HR leaders and CEOs to build credibility through business impact — not just technical proficiency. “I coach them to speak the language of value: cost-per-hire, attrition impact, revenue per employee,” he says. “Because numbers build influence faster than policies.” 

Innovations That Scale People and Profits 

In his current roles, Michael has launched several game-changing initiatives. At Descasio, he implemented a real-time People Dashboard that tracks performance, engagement, and learning ROI — a tool that empowers leaders to make faster, smarter decisions. 

He’s also designed the G.R.I.T. framework — Growth, Retention, Influence, Transformation — aligning people systems with business growth. “Each of these innovations positions HR as a growth engine, not just a support function,” Michael says with quiet certainty. 

The Balance Between Vision and Execution 

Leading both a consulting firm and serving as an in-house HR leader demands a fine balance between vision and daily execution. Michael’s secret? Systems over hustle. “Strategy is reviewed quarterly, with bold goals broken into 30-day sprints,” he explains. A client success dashboard ensures that every engagement is measured for impact and value creation. “The key is this: vision drives the engine, but discipline fuels the journey.” 

This mantra of discipline and focus is not just for his clients — it’s the guiding force behind Dmidaf Global Consult’s own operational excellence 

Priorities for the Future of Work 

In a talent economy that’s evolving at breakneck speed, Michael sees three urgent priorities for any organization that wants to remain both people-centric and commercially agile: 

Talent Intelligence Over Gut Feel: Data-driven decisions are the new currency of talent strategy. 

Redesigning Work for Flexibility: The shift isn’t just about remote work — it’s about unlocking performance through autonomy and purpose. 

People Leadership as a Revenue Strategy: HR must become a growth partner, not a policy department. 

“It’s about treating human capital as strategic infrastructure, not overhead,” he says — a rallying cry for organizations that want to thrive in the future. 

A Case Study in Transformation 

Michael’s work at Footstool Real Estate exemplifies this impact. Facing skyrocketing attrition and sluggish recruitment, he introduced a data-driven people analytics system that slashed recruitment costs by 34% and reduced time-to-fill by more than half. Attrition fell by 23%, and quarterly revenue jumped by 17%. 

“HR evolved from a cost center into a profit-aligned strategic unit,” Michael says, his words carrying both pride and a quiet confidence. “When you align people systems with performance, growth becomes inevitable.” 

Lessons from Abroad, Applied at Home 

Michael’s international experience — from HR roles in the UK to logistics leadership at the Commonwealth Games — has deeply informed his consulting philosophy. “Systems thinking and precision are non-negotiables,” he says. He credits the British discipline and global mindset he developed abroad with helping him build solutions that are both world-class and locally authentic in Africa. 

“My leadership style blends British discipline, African resilience, and global ambition — and that’s what I teach others to lead with,” he says. 

Building a Legacy 

For Michael, this work is more than a career. It’s a legacy. “At Dmidaf Global Consult, I’m not just building a consulting firm — I’m building a legacy of transformational leadership across Africa,” he says. 

His vision is simple, yet profound: to help leaders build organizations that outlive them, mastering people, structure, and process along the way. “I want to be remembered as the African who redefined HR as a business accelerator, not an administrative function,” he says, eyes bright with conviction. 

The Final Word 

Michael’s parting message is a call to arms for leaders across the continent: “Let’s build a continent where strategy doesn’t just live in boardrooms, but breathes through empowered people, intentional processes, and agile structures.” 

At Dmidaf Global Consult, that’s exactly what Michael Odafe Ugbewanko is doing — one leader, one system, one company at a time. 

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